Section Four: Data Analysis and Hypotheses Testing
5. There are significant statistical differences at the level of significance α = 0
in the answers of respondents attributed to organizational factors (Number of Employees Working, Age of Organization).
a. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to (Number of Employees Working). Table (32)
ANOVA Test of the Fields and their P-values for Number of Employees Working
No. Field Test
Value Sig.
Means
20- 30 31–40 41–50 51 +
1. The Degree of Clarity of the
Concept of Succession Planning 1.667 0.175 3.49 3.58 3.77 3.39 2. Managerial Support and Effort
Level 1.831 0.143 3.47 3.46 3.81 3.38
3. Existence of Strategic and
Operational Plans 1.454 0.228 3.34 3.49 3.70 3.33 4. Organizational Culture 1.007 0.391 3.58 3.57 3.71 3.42 5. The Current State of Succession
Planning 0.724 0.539 3.58 3.62 3.72 3.49
All fields together 1.385 0.249 3.49 3.54 3.74 3.40
Table (32) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for each field. There is insignificant difference in respondents' answers toward each field due to number of employees working. It can be concluded that the characteristic of the respondents' number of employees working has no effect on each field.
The size of the targeted organizations of the study sample is large in that all organizations have been selected based upon an inclusion criteria that each organization has more than 20 employees. Over 58% of the sample consists of organizations that have more than 50 employees and are largely active which enhances the ability of these major non-governmental organizations to compete in this sector and thus influences the current states of succession planning practices.
b. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to (Age of Organization). Table (33)
ANOVA Test of the Fields and their P-values for Age of Organization
No. Field Test
Value Sig.
Means
8- 11 12–15 16–19 20 +
1. The Degree of Clarity of the
Concept of Succession Planning 3.671 0.013* 3.91 3.32 3.63 3.40 2. Managerial Support and Effort
Level 1.612 0.188 3.77 3.45 3.50 3.39
3. Existence of Strategic and
Operational Plans 3.003 0.032* 3.83 3.37 3.46 3.31 4. Organizational Culture 3.728 0.012* 4.03 3.42 3.54 3.43 5. The Current State of Succession
Planning 3.528 0.016* 3.98 3.61 3.66 3.45
All fields together 3.376 0.019* 3.90 3.43 3.56 3.39 * Means differences are significant at a level of = 0.05
Table (33) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for the field ―Managerial Support and Effort Level. There is insignificant difference among the respondents‘ answers toward this field due to Age of Organization. It can be concluded that the respondents‘ Age of Organization has no effect on this field.
Table (33) shows that the p-value (Sig.) is smaller than the level of significance = 0.05 for the other fields. There is significant difference among the respondents' answers toward to these fields due to Age of Organization. It can be concluded that the respondents‘ Age of Organization has significant effect on this field.
Respondents who work at organizations which have been in existence from between category 8-11 years agree the most to the fields of study as compared to the rest of the categories.
6. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to personal factors (gender, age, marital status, level of education attained, job title, length of service within the organization, years of experience, times promoted within the organization).
a. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to Gender. Table (34)
Independent Samples T-Test of the Fields and Their P-values for Gender
No. Field Test
Value Sig.
Means Male Female
1. The Degree of Clarity of the Concept of
Succession Planning -2.036 0.043* 3.38 3.58
2. Managerial Support and Effort Level -1.840 0.067 3.36 3.55 3. Existence of Strategic and Operational Plans -1.572 0.118 3.31 3.47 4. Organizational Culture -1.717 0.087 3.41 3.60 5. The Current State of Succession Planning -1.273 0.204 3.48 3.61
All fields together -1.800 0.073 3.39 3.56 * Means differences are significant at a level of = 0.05
Table (34) shows that the p-value (Sig.) is smaller than the level of significance = 0.05 for the field ―The Degree of Clarity of the Concept of Succession Planning". There are significant differences among the respondents' answers toward to this field due to Gender. It can be concluded that the respondents‘ Gender has significant effect on this field.
Table (34) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for the other fields. There is insignificant difference among the respondents' answers toward to these fields due to Gender. It can be concluded that the respondents‘ Gender has no effect on these fields.
For the field "The Degree of Clarity of the Concept of Succession Planning", the mean for female respondents is higher than male respondents which means that females agree more with the effect of the degree of clarity of the concept of succession planning upon the current state of succession planning in major NGOs in the Gaza Strip.
The results indicate the absence of the effect of gender on research hypotheses. On the other hand, this is not the case for the results of the study of (Subrahmania & Anjani, 2011) which concluded that there exists a significant difference in practice of succession planning between male and female. The study of (Robinson, 2009) revealed that there exists a difference among the respondents' gender. Furthermore, the study of (Mateso, 2010), and (Al Heeti, 2004) and (Saleh, 2012) stated that there are no perception differences by gender.
b. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to Age. Table (35)
ANOVA Test of the Fields and Their P-values for Age
No. Field Test
Value Sig. Means Less than 30 30- Less than 40 40- Less than 50 50 +
1. The Degree of Clarity of the
Concept of Succession Planning 1.277 0.283 3.42 3.41 3.50 3.74 2. Managerial Support and Effort
Level 1.577 0.196 3.35 3.38 3.55 3.70
Operational Plans
4. Organizational Culture 0.336 0.799 3.49 3.45 3.53 3.63 5. The Current State of Succession
Planning 0.379 0.768 3.57 3.50 3.52 3.68
All fields together 0.725 0.538 3.43 3.42 3.50 3.66
Table (35) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for each field. There is insignificant difference in respondents' answers toward each field due to age. It can be concluded that the characteristic of the respondents' age has no effect on each field.
The results indicate the absence of the effect of age on the research hypotheses. The researcher attributes this result to the convergence of the age group, as the largest percentage of respondents are in the 40 to less than 50 age group and the 50 and above age group. Responsible persons working at NGOs are the target groups in this research. The researcher considers this logical because of the promotion of employees to a key position after getting the opportunity of training and development as well as the pursuit of the employee himself to develop and improve his skills and competencies in order to compete for promotions after years of service in the organization.
The study of (Palliam, Cader & Chiemeke, 2011), (Al Heeti, 2004) and (Saleh, 2012) revealed that age is insignificant at a level of 5% but the result is inconsistent with the study of (Subrahmanian & Anjani, 2011) which revealed that age affects.
c. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to Marital Status. Table (36)
Independent Samples T-Test of the Fields and Their P-values for Marital Status
No. Field Test
Value Sig.
Means Married Single
1. The Degree of Clarity of the Concept of
Succession Planning -2.301 0.022* 3.41 3.70
2. Managerial Support and Effort Level -1.295 0.197 3.41 3.58 3. Existence of Strategic and Operational Plans -1.577 0.116 3.34 3.55 4. Organizational Culture -1.487 0.139 3.45 3.66 5. The Current State of Succession Planning -2.223 0.027* 3.48 3.76
All fields together -1.896 0.059 3.42 3.65 * Means differences are significant at a level of = 0.05
Table (36) shows that the p-value (Sig.) is smaller than the level of significance = 0.05 for the field ―The Degree of Clarity of the Concept of Succession Planning and The Current State of Succession Planning". There are significant differences among the respondents' answers toward to this field due to Marital Status. It can be concluded that the respondents‘ Marital Status had a significant effect on this field
Table (36) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for the other fields. There is insignificant difference among the respondents' answers toward to these fields due to Marital Status. It can be concluded that the respondents‘ Marital Status has no effect on these fields.
For the field "The Degree of Clarity of the Concept of Succession Planning", the mean for single respondents is higher than married respondents which means that singles agree more with the effect of the degree of clarity of the concept of succession planning upon the current state of succession planning in major NGOs of the Gaza Strip.
d. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to Level of Education Attained. Table (37)
ANOVA Test of the Fields and their P-values for Level of Education Attained
No. Field Test
Value Sig. Means Diploma Bachelor's Degree High study
1. The Degree of Clarity of the Concept of
Succession Planning 1.868 0.157 3.68 3.47 3.31
2. Managerial Support and Effort Level 1.731 0.180 3.63 3.46 3.27 3. Existence of Strategic and Operational
Plans 3.808 0.024* 3.69 3.39 3.14
4. Organizational Culture 1.108 0.332 3.58 3.53 3.32 5. The Current State of Succession Planning 1.922 0.149 3.76 3.55 3.38
All fields together 2.276 0.105 3.67 3.48 3.28 * Means differences are significant at a level of = 0.05
Table (37) shows that the p-value (Sig.) is smaller than the level of significance = 0.05 for the field ―Existence of Strategic and Operational Plans". There are significant differences among the respondents' answers toward to this field due to Level of Education Attained. It can be concluded that the respondents‘ Level of Education Attained has significant effect on this field.
Table (37) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for the other fields, then there is insignificant difference among the respondents answers toward these fields due to the Level of Education Attained. It can be concluded that the respondents‘ Level of Education Attained has no effect on these fields.
For the field ―Existence of Strategic and Operational Plans", the mean for Diploma respondents is higher than other levels of education attained by other groups which means that Diploma respondents agree more with the effect of the existence of strategic and operational plans upon the current state of succession planning in major NGOs in the Gaza Strip.
This result was consistent with the study of (Palliam, Cader & Chiemeke, 2011), (Saleh, 2012) and (Al Heeti, 2004) which revealed that educational level is insignificant at a level of 5%.
e. There are significant statistical differences at the level of significance α = 0.05
Table (38)
ANOVA Test of the Fields and their P-values for Job Title
No. Field Test
Value Sig. Means Direct. Deputy Direct. HR Manag. Prog. Manag. Project Coord. Other 1. The Degree of Clarity of the Concept of Succession Planning 2.470 0.034* 3.71 3.86 3.56 3.67 3.40 3.32 2. Managerial Support and Effort Level 2.918 0.014* 3.86 3.68 3.49 3.60 3.40 3.28 3. Existence of Strategic and Operational Plans 2.409 0.038* 3.67 3.75 3.54 3.54 3.37 3.22 4. Organizational Culture 2.824 0.017* 3.79 3.80 3.75 3.67 3.55 3.30 5. The Current State of Succession Planning 1.515 0.187 3.77 3.75 3.62 3.70 3.53 3.41
All fields together 2.659 0.024* 3.76 3.77 3.59 3.63 3.45 3.30 * Means differences are significant at a level of = 0.05
Table (38) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for the field ―The Current State of Succession Planning." There is insignificant difference among the respondents‘ answers toward this field due to Job Title. It can be concluded that the respondents‘ Job Title has no effect on this field.
Table (38) shows that the p-value (Sig.) is smaller than the level of significance = 0.05 for the other fields. There is significant difference among the respondents' answers toward to these fields due to Job Title. It can be concluded that the respondents‘ Job Title has significant effect on these fields.
The mean for Deputy Directors and Directors respondents are higher than other levels of job titles which means that Deputy Directors and Directors respondents agree more with the effect of all fields upon the current state of succession planning in major NGOs in the Gaza Strip. It is worth mentioning that succession planning in general is handled by top management and nobody is aware of the organization's existing practices more than them.
This study is inconsistent with the study of (Saleh, 2012) which stated that there is no difference attributed to job title. Furthermore, the study of (Mateso, 2010) and (Al Heeti, 2004) stated that there are differences by the job title among respondents.
f. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to Length of Service within the Organization.
Table (39)
ANOVA Test of the Fields and their P-values for Length of Service within the Organization
No. Field Test
Value Sig. Means Less than 5 years 5- Less than 10 years 10- Less than15 years 15+
1. The Degree of Clarity of the
Concept of Succession Planning 0.336 0.799 3.41 3.52 3.53 3.43 2. Managerial Support and Effort
Level 0.886 0.449 3.32 3.45 3.55 3.51
3. Existence of Strategic and
Operational Plans 1.034 0.378 3.32 3.52 3.41 3.28 4. Organizational Culture 0.160 0.923 3.52 3.52 3.52 3.43 5. The Current State of Succession
Planning 0.173 0.915 3.58 3.53 3.58 3.48
All fields together 0.242 0.867 3.43 3.51 3.51 3.42
Table (39) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for each field. There is insignificant difference in respondents' answers toward each field due to Length of Service within the Organization. It can be concluded that the characteristic of the respondents Length of Service within the Organization has no effect on each field.
This result is compatible with the study of (Palliam, Cader & Chiemeke, 2011) and (Saleh, 2012) which showed no differences in the answers of respondents attributed to the experience within the organization. This result disagrees with the study of (Mateso, 2010) and (Subrahmanian & Anjani, 2011) which showed differences in the answers of respondents attributed to the service years.
g. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to Years of experience outside the Organization.
Table (40)
ANOVA Test of the Fields and their P-values for Years of Experience outside the Organization
No. Field Test
Value Sig. Means Less than 5 years 5- Less than 10 years 10+
1. The Degree of Clarity of the Concept of
Succession Planning 0.494 0.611 3.45 3.44 3.59
2. Managerial Support and Effort Level 0.860 0.425 3.40 3.48 3.59 3. Existence of Strategic and Operational
Plans 0.625 0.536 3.34 3.49 3.44
4. Organizational Culture 0.157 0.855 3.48 3.55 3.53 5. The Current State of Succession Planning 0.579 0.562 3.51 3.66 3.53
All fields together 0.393 0.675 3.43 3.52 3.53
Table (40) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for each field. There is insignificant difference in respondents' answers toward each field due to Years of experience outside the Organization. It can be concluded that the characteristic of the respondents Years of experience outside the Organization has no effect on each field.
This result is consistent with the study of (Saleh, 2012) and (Al Heeti, 2004) which revealed that there is no difference in the answers of respondents attributed to the years of experience.
h. There are significant statistical differences at the level of significance α = 0.05
in the answers of respondents attributed to Times promoted within the Organization.
Table (41)
ANOVA Test of the Fields and their P-values for Times Promoted within the Organization
No. Field Test
Value Sig. Means Never One Time Two Times Three Times Four Times and above
1. The Degree of Clarity of the Concept of Succession Planning
0.571 0.684 3.41 3.48 3.57 3.56 3.30 2. Managerial Support and
Effort Level 1.025 0.395 3.35 3.43 3.54 3.65 3.37 3. Existence of Strategic and
Operational Plans 0.989 0.415 3.30 3.46 3.48 3.46 3.12 4. Organizational Culture 0.553 0.697 3.42 3.51 3.55 3.66 3.41 5. The Current State of
Succession Planning 0.557 0.694 3.47 3.57 3.58 3.68 3.41
All fields together 0.735 0.569 3.39 3.49 3.54 3.59 3.32
Table (41) shows that the p-value (Sig.) is greater than the level of significance = 0.05 for each field. There is insignificant difference in respondents' answers toward each field due to Times promoted within the Organization. It can be concluded that the characteristic of the respondents Times promoted within the Organization has no effect on each field.